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For the first inaugural episode of Ransom Group’s podcast series, The Leading Edge, Dave Ransom sat down with Dr. Raghu Krishnamoorthy to tackle the topic of the ever-changing landscape of the modern workplace.

The following narrative explores the innovative tactics of several clients who have boldly departed from traditional interview regimens. Instead of adhering to the classic recruitment model, they have embraced unconventional thinking, meticulously scrutinizing each stage of the process from the vantage point of the candidate. This departure from the norm has become a material advantage in acquiring the world’s rarest and most elusive talent.

With over ten years of experience coaching public company CEOs, I've observed a critical obstacle often hindering their peak performance: ineffective senior leadership teams. There's a common misconception that merely having the right individuals in key positions guarantees they will successfully and seamlessly move the organization forward. Shockingly, statistics show that 65% of senior executives perceive their teams as ineffective, with a mere 18% acknowledging their leadership team as high-performing.

Over the last several weeks, we had a wide-ranging conversation with Mats Lederhausen. He is the Founder and CEO of the investment platform BE-CAUSE LLC based in Chicago. The organization invests in companies born with a purpose bigger than their products. From 2000-2006, he was lead director and Chairman of Chipotle where he was instrumental in leading what became one of the most successful restaurant IPOs in history. He has also previously held leadership roles with Boston Consulting, McDonald’s Corporation, and McDonald’s Ventures. Our conversation focused on two main topics: People and Culture. Below are edited highlights from our

This generation of leaders are currently facing unprecedented demands. A distributed workforce, high turnover, ever-changing environmental factors, and rapid technology shifts are a few things competing for our leaders’ attention. Now more than ever, those leading and growing top organizations are likely feeling drained and strained by the pressures impacting their professional and personal lives. However, research shows that when leaders care more for themselves and know what it takes to replenish their energy and take the actions to do so, they have a higher likelihood of creating positive relational energy which results in better business result for their

As executive search consultants, we are often asked to partner with client organizations to find a critical leader because succession plans are not yielding what's needed for the role. In Ernest's article below, he offers insights and tactical advice regarding successful succession planning.

A key element of successful leadership is connecting with team members and individuals at every level within an organization. As work teams grow and become increasingly distributed and organizational priorities evolve at a rapid pace, it is crucial for leaders to maintain meaningful connections with their organization's most important asset - people.